Great companies make meaning. A company has a name, but its people give it meaning.

The real objective isn't just "knowledge" or getting an 80-20 understanding of the situation. The overriding objective is engagement, creating a buzz, mobilizing people to take action.

Great companies make meaning. A company has a name, but its people give it meaning.

The inherent preferences of organizations are clarity, certainty and perfection. The inherent nature of human relationships involves ambiguity, uncertainty, and imperfection. How one honors, balances, and integrates the needs of both is the real trick of feedback.

Contrary to widespread faith in "communication" and "knowledge transfer," information has a social life, and unless new insights are embedded in the social system they evaporate.

Organizations are, in the last analysis, interactions among people.

The incremental approach to change is effective when what you want is more of what you've already got.